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Formula & Score-at-a-Glance
5.3 Identify and prioritize professional development and involvement experiences for all employees
Formula: Tied to 4.4 Create professional development plans for all employees
Dean and Assistant Deans report positions whose descriptions changed in FY17
Dean and Assistant Deans work with those positions to identify knowledge gaps, and prioritize gaps to fill through professional development/involvement
Dean and Assistant Deans work with positions to identify opportunities to fil gaps, including goals and objectives for each opportunity (pre- and post-assessment of whether opportunity delivered)
Dean and Assistant Deans identify funding/time for opportunities as needed
Dean and Assistant Deans work with positions who attend opportunities to share and apply/practice/operationalize what they leaned, in their work
Library positions and work teams are reviewed and revised regularly.
Library employees know and can articulate position priorities and how library work is evolving so we may fill positions efficiently when vacancies occur.
Library employees report it increasing numbers that our organizational structure is helping u achieve our Culture Vision.
Library major functional teams and other work teams have annual plans.
At least 1 to 2 opportunities for each position whose description changed in FY17
Rubrics/Questions Used to Determine Score
A document listing positions that changed, priority opportunities identified for each, opportunities each pursued, and how applied
Data about how each opportunity led to some change for the position and the library
Librarians submitted anticipated conference attendance - FY17-18, FY18-19
Data Collector & Frequency
[Note: Scott Garrison and Carrie Donovan are no longer employed by FLITE. March 2019]